1. Designing Compensation and Benefit Packages
Chapter 12

2. LEARNING OBJECTIVES After reading this chapter you should be able to:
Describe basic elements of a compensation package.
Explain different features of base pay and employee benefit plans.
Explain various types of individual incentives, including the strengths and weaknesses of each form of incentive.
Explain various types of group and organizational incentives, including the strengths and weaknesses of each form of incentive.
Create compensation packages that align the mix of individual, group, and organizational incentives with human resource strategy.

3. How Can a Strategic Compensation Package Make an Organization Effective?
The compensation package represents the blend of rewards employees receive from the organization.
Money paid as wages or salary is the largest component of most compensation packages.
Benefits and short and long term rewards make up the rest of the package.

4. HOW DO COMPENSATION PACKAGES ALIGN WITH STRATEGY? (LO1)
At-risk Compensation
At-risk pay is compensation that can vary from pay period to pay period.
The money is at risk because the employee will not earn it unless performance objectives are met.
Line of Sight
The extent to which employees can see that their actions influence the outcomes used to determine whether they receive a particular reward.
Common Elements of Compensation Packages

5. Common Elements of Compensation Packages
The main elements of the Compensation Package consist of:
Base pay is a form of compensation that is not at risk and may consist of an hourly wage or an annual salary.
Employee benefits, are rewards other than monetary salary and wages. Organizations are required by laws and tax regulations to provide similar benefits to all employees.

6. Elements of the Compensation Package
Individual incentive is a reward that is based on the personal performance of the employee. Individual incentives are linked to performance behaviors and outcomes.
A group incentive is a reward based on the collective performance of a team or organization.

7. Figure 12.1 Combining Compensation Package Elements.

8. WHAT ARE COMMON APPROACHES TO BASE PAY? (LO2)
Two basic methods:
Each job is evaluated with a point system, and base pay is set at a higher level in jobs worth more points.
Skill sets are defined in terms of the number of tasks that an employee is capable of performing. Employees who are able to perform more tasks are paid a higher base wage.

9. WHAT ARE COMMON EMPLOYEE BENEFIT PLANS? (LO3)
Legally Required Benefits
Social Security
Unemployment Insurance
Workers Compensation

10. Discretionary Benefits
Common discretionary benefits include:
health-care plans
supplemental insurance
retirement savings
pay without work.

11. Figure 12.2 Percentage of Workers Receiving Benefits
Note: The percentage of workers receiving benefits is smaller than the percentage with access, as some workers may not need benefits because they are covered through a spouse’s policy. In other cases, workers may not elect to receive benefits because they are unwilling or unable to pay their portion of the cost.

12. Figure 12.3 Accrual of Retirement Benefits.

13. WHAT ARE COMMON INDIVIDUAL INCENTIVES? (LO4)
Piece-rate incentive, where employees are paid a fixed amount for each piece of output they produce.
Commissions represent a special form of piece-rate compensation that is most often associated with sales. For each sale obtained, a commission, or percentage of the total amount received, is paid to the salesperson.
Merit pay increase, represent an increase in base salary or hourly rate that is linked to performance

14. COMMON INDIVIDUAL INCENTIVES
Merit bonus is a sum of money given to an employee in addition to normal wages, is given on a fixed schedule, such as at the end of the year.
Sometimes bonuses are unplanned and given when high performance is observed.

15. WHAT ARE COMMON GROUP AND ORGANIZATIONAL INCENTIVES? (LO5)
Goal-based team reward, provides a payment when a team reaches a specific goal.
Discretionary team bonus, which provides payment when high performance is observed. With discretionary rewards, no goal is set to achieve a specific outcome.
Team Award are usually
Divided equally among the team or
Higher-performing members receive a greater reward then other team members.

16. Group and Organizational Incentives
Gainsharing occurs when groups of workers receive a portion of the financial return from reducing costs and improving productivity.
Profit sharing occurs when employees receive incentive payments based on overall organizational profits.
Stock plans transfer corporate stock to individual employees. Two popular programs are:
stock options, which represent the right to buy company stock at a given price on a future date and could be tied to performance or pay grade.
employee stock ownership plans (ESOPs), in which the organization contributes stock shares to a tax-exempt trust that holds and manages the stock for employees

17. Issues that increase the likelihood of success for gainsharing programs
Source: Information from Matthew H. Roy and Sanjiv S. Dugal, “Using Employee Gainsharing Plans to Improve Organizational Effectiveness,” Benchmarking 12 (2005):

18. HOW DO STRATEGIC DECISIONS INFLUENCE A COMPENSATION PACKAGE? (LO6)
The organization must decide how much compensation to allocate to base pay, benefits, individual incentives, and group incentives in order to align pay to the organization’s broad HR strategy.

19. Figure 12.4 Strategic Compensation Process.

20. Figure 12.5 Typical Compensation Elements